TOZZIBLINKZ
VIP Contributor
In a particular business organisation the business owners as well as the business managers are given the authority to either recruit or sack employees. Originally we know that when a particular employee begins to behave abnormally in such a way not totally expected by the business operators as well as managers, search employee should be terminated off his own contract as an employee in such business organisation. Basically, an employee should only be terminated when his or her actions makes the business organisation to suffer badly or to suffer a great loss. Most importantly when a particular employee does not meet the expectations of those who recruited or employees him or her, they also have the authority to lay him or her off. An employee shouldn't be terminated or get sacked by his or her manager just for a little mistake or errors, that could be available or entirely prevented. It is absolutely bad and not advised when an organizational manager or employer lays off an employee without a concrete or reasonable action of doing so, that is why below, I am going to give some certain grounds of which if an employee falls into, should demand such employee to gets sacked or terminated by his or her employer or boss:
POOR PERFORMANCE: first and foremost, if an employee consistently fails to meet job requirements or doesn't meet the expected standards of work, they may be terminated.
GROSS MISCONDUCT: If an employee engages in serious misconduct such as theft, fraud, harassment, or discrimination, they can be sacked immediately.
BREACH OF COMPANY POLICIES: If an employee breaches company policies such as not following safety procedures, not adhering to the company's code of conduct, or violating the company's dress code, they may be terminated.
VIOLATION OF LAWS OR REGULATIONS: If an employee violates any laws or regulations that affect their job, such as health and safety regulations, they may be terminated.
END OF CONTRACT OR REDUNDANCY: If an employee's contract comes to an end, or if their role is no longer needed due to a restructure or other operational changes, they may be terminated through redundancy.
ATTENDANCE AND PUNCTUALITY ISSUES: If an employee has consistent attendance and punctuality issues, they may be terminated if they are unable to rectify the situation.
POOR PERFORMANCE: first and foremost, if an employee consistently fails to meet job requirements or doesn't meet the expected standards of work, they may be terminated.
GROSS MISCONDUCT: If an employee engages in serious misconduct such as theft, fraud, harassment, or discrimination, they can be sacked immediately.
BREACH OF COMPANY POLICIES: If an employee breaches company policies such as not following safety procedures, not adhering to the company's code of conduct, or violating the company's dress code, they may be terminated.
VIOLATION OF LAWS OR REGULATIONS: If an employee violates any laws or regulations that affect their job, such as health and safety regulations, they may be terminated.
END OF CONTRACT OR REDUNDANCY: If an employee's contract comes to an end, or if their role is no longer needed due to a restructure or other operational changes, they may be terminated through redundancy.
ATTENDANCE AND PUNCTUALITY ISSUES: If an employee has consistent attendance and punctuality issues, they may be terminated if they are unable to rectify the situation.